Pros And Cons Of The Employee Free Choice Act
Controversy surrounds the “Employee Free Choice Act” which is also known as “card check.” According to Huffington Post, “A union could be certified based on signature cards that would be solicited by seemingly credible union organizers with no confidential vote. No privacy, the results would be available with employee name and show of interest to the employer.” Texas is a “right to work” state “The right of workers in private employment to form unions and bargain collectively with their employers is guaranteed by the National Labor Relations Act (NLRA) and related federal laws.” Texas is not covered under the NLRA and has right to work laws that protects the right of an employee to join or not join a union. Of course, this means employers also has the right to fire you for no reason at all and the employee has virtually no protection. I am in favor of the Employee Free Choice Act
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because it removes blocks that prevent workers from forming unions, it guarantees workers a contract when a new union is formed, and it strengthens penalties against companies which break the law during negotiations.
Correspondingly, the employee free choice act removes barriers that prevent workers from forming unions.
Under this law, a union can easily be established if a majority of workers sign the union as their representative for negotiation. Under the law, a new union can then certified by the National Labor Relations Board (NLRB). Currently, corporations can intimidate employees who desire to form a union. Companies can coerce, and fire people who try to organize a union, this is a protection for workers.
Comparatively, the Employee Free Choice Act will guarantee workers a contract when a new union is formed. Under the EFCA, employers will not be able to negotiate a first contract “within 90 days.” “This change eliminates current incentives for employers to delay and stall negotiations and will dramatically reduce the delay, frustration and animosity generated by the company-dominated system.” Employees will be forced to make negotiations in a timely manner and if a decision is not reached after 90 days the government cans step in. This is an additional protection for the
employee.
Consequently, the EFCA, can strengthen penalties against companies that break the law during negotiations. Under the EFCA there will be a $20,000 penalty per occurrence. Companies could be subject to three times the back pay amount a company is required to pay if it is found an employee is discharged because of organizing a union. “Company violations have become epidemic in large part because remedies for corporate misconduct, such as illegal firings of union supporters, are so weak that companies treat them as a cost of doing business and a cheap way to scare workers away from their union support. New, tougher remedies will provide more protection for workers’ rights.”
Ultimately, this act is a way for employees to stand together and negotiate for better pay and benefits. Economy is dominated by the corporate giant and these laws can give some relief to workers. Though this act can do all this good for American workers it is not a law. No surprise this bill remains “just a bill on capitol hill”.
because it removes blocks that prevent workers from forming unions, it guarantees workers a contract when a new union is formed, and it strengthens penalties against companies which break the law during negotiations.
Correspondingly, the employee free choice act removes barriers that prevent workers from forming unions.
Under this law, a union can easily be established if a majority of workers sign the union as their representative for negotiation. Under the law, a new union can then certified by the National Labor Relations Board (NLRB). Currently, corporations can intimidate employees who desire to form a union. Companies can coerce, and fire people who try to organize a union, this is a protection for workers.
Comparatively, the Employee Free Choice Act will guarantee workers a contract when a new union is formed. Under the EFCA, employers will not be able to negotiate a first contract “within 90 days.” “This change eliminates current incentives for employers to delay and stall negotiations and will dramatically reduce the delay, frustration and animosity generated by the company-dominated system.” Employees will be forced to make negotiations in a timely manner and if a decision is not reached after 90 days the government cans step in. This is an additional protection for the
employee.
Consequently, the EFCA, can strengthen penalties against companies that break the law during negotiations. Under the EFCA there will be a $20,000 penalty per occurrence. Companies could be subject to three times the back pay amount a company is required to pay if it is found an employee is discharged because of organizing a union. “Company violations have become epidemic in large part because remedies for corporate misconduct, such as illegal firings of union supporters, are so weak that companies treat them as a cost of doing business and a cheap way to scare workers away from their union support. New, tougher remedies will provide more protection for workers’ rights.”
Ultimately, this act is a way for employees to stand together and negotiate for better pay and benefits. Economy is dominated by the corporate giant and these laws can give some relief to workers. Though this act can do all this good for American workers it is not a law. No surprise this bill remains “just a bill on capitol hill”.